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Onboarding is a Process not an Event
4% of new hires leave a job after a disastrous first
day
80% of new hires decide to stay or go within their
first SIX months of employment
Turnover can cost a company 3X the former
employee’s salary*Bersin by Deloitte & Harvard
High Level
Overview Today
Why Onboarding Matters
Successful Onboarding Practices
CTCT’s Onboarding Strategy
Tools for Success
The Case for Onboarding at CTCT
• Faster time to Productivity • Increase Engagement & Job Satisfaction• Increase Cross Functional Collaboration• Culture Acclimation
Hiring Manag
er HROps
IT
Facilities
New Hire Train
HRBP’s
Dept.Leade
rs
TMT
Exec. Team
New Hire
Team Sport
New Hire
Lifecycle
Pre-BoardAccept –
day 1
Core New Hire
Week 1
Dept. Onboard
ingFirst 60
days
Leadership
LiftOffFirst 90
days
New Manage
r Coachin
g
Week 1 survey
45 day check in
90 day check in
Pre-Board
Tips for Succes
s
PRE BOARD ENGAGE!
Welcome Gift
“About Us” Email
Department Buddy
Core New Hire
Training
“ I have worked for several companies before CTCT, and this, was by far the best and most comprehensive New Hire orientation.”
Department
Onboarding
30 – 60 days Focus on dept. impact on
business Identify teams interdependence Understand department culture Each team participates
10
Gail Goodman Harp
Grewal Chris Litster
Ken
SurdanEllen Brezniak
Sue LaChance
Leadership LiftOff
Connect with and learn from our leaders
Drill down into CTCT vision & strategy
Identify employee growth opportunitiesFirst 90 days
Set them up for…
Success Factors 90 days
New Hire is actively contributing within 90 days
A solid understanding of the:• Business• Customer• Product
New Hire sees connection to how role impacts team, dept. and business
Hiring Manager is engaged
Be Carefu
l!
If you do nothing else, do these four things….
1. One special outreach during pre-boarding process
2. Make sure their area is welcoming
3. Let them know why they matter
4. Develop a simple 90 day plan
And DON’T…
• Abandon a new employee in a conference room to fill out paperwork
• Schedule their first day when the hiring manager is not in
• Fail to provide basic tools and a clean space
• Assume that no news is good news
I can’t afford the time to Onboard my New Hire!
•You can’t afford not to!!
LaunchPad
You Never Get a Second
Chance to Make a
First Impression
Tools for Success
Checklist: First 30 days ENGAGE
Send welcome announcement to team/ key contacts and cc New Hire.
Meet New Hire @9am their first day and take them to lunch Wednesday.
Book weekly one-on-ones and monthly check-ins for first 90 days.
SET UP FOR SUCCESS
Discuss your management style and expectations. Explain performance management @CTCT including:
Monthly check-ins 90 day check-in EDPs Talent Reviews
Review 90 days “Success Plan” including: (see template in appendix)
Key people to meet Measureable easy to achieve 90 day goals Regular meetings they should attend
Confirm Department Onboarding with HRBP.
TACTICAL: Map the lay of the land… Confirm New Hire has completed compliance training*
*New hires must complete compliance e-learning within 14 days of employment or risk not being able to come to work
Transportation and parking Bathrooms Frequently used conference rooms DL lists Supplies Review useful tools i.e. SSO, online map, org chart, UltiPro, etc.
Helpful TipsWhat matters to a New Hire
the first week…
The onboarding experience is smooth, educational, inspirational and fun.
They know what to expect in their first 30 days.
Their office space is clean and the team is welcoming.
Launch Your New Hire’s SuccessSimple 90 day Success Plan
1. Our 90 day check in date will be:
2. Our one-on-ones will be (date/ time):
3. Your HRBP is:
4. Your department buddy is:
5. How your job impacts the team/ dept./company:
6. Who do you need to depend on regularly and for what:
7. What regular meetings do you:a) Need to attend
b) Should attend
c) Are Nice to attend
8. Your first 90 day goals are:Make them measurable and easy to attain so New Hire is clear about expectations and will have a sense of accomplishment
1. Goal/ success metric
2. Goal/ success metric
3. Goal/ success metric
ABOUT ME:
Heather CareySenior Manager Employee Success
@heathercarey
"Train people well enough so they can leave, treat them well enough so they don't want to”
-Richard Branson
